Define and Live Core Values

Corporate values that clearly establish expectations

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“LSA’s ability to help us define and live core values to keep us aligned during extreme growth created the glue and rules of the road for us to be successful as a firm.”
Brenda Wagner | Founder & President | Proxicom

Leaders often look to define and live core values when there is a need to increase accountability, improve organizational health, protect cultural norms, or get everyone on the same page regarding fundamental beliefs and expectations that matter most.

Regardless of the reason, corporate values, along with your vision and mission statement, are a key strategic driver that sets the organizational direction and expectations.  Done right, core values improve how people get hired, promoted, developed, managed, engaged, and retained.

The Difference Between Core and Aspirational Values
To define and live core values, one of the first steps is to understand the difference between core and aspirational values.  We define core values as the fundamental beliefs and decision making filters that:

  • Are deeply ingrained
  • Guide an organization’s actions
  • Are never broken or compromised
  • Make a company distinct

We define aspirational corporate values as expectations that are currently lacking throughout the organization but would be nice to have now or in the future.  While aspirational values can be exciting to discuss, it is difficult to integrate aspirations into talent and performance management processes.  Because of this difficulty, we believe that core values help to create the clarity of expectations required to make a meaningful difference.

We believe that corporate values should be thoughtfully, strategically, and practically designed from the bottom up.  The typical steps to define and live core values are:

Step I: Review Current Values
Review existing values with key stakeholders to:

  • Create clear delineation between values and define what each value looks like in action
  • Identify priorities and gaps in the current values
  • Understand where employee input matters most

Step II: Conduct Employee Discovery
Gather insights through a combination of interviews, focus groups, and surveys from employees regarding:

  • What the values mean to them and look like in action
  • Where value gaps exist
  • Why a value is important and which values are the highest priority

Step III: Draft Competencies and Behavioral Anchors
Based upon employee feedback and analysis, the next steps are to create a draft outlining:

  • 4 to 6 core values that matter most
  • 2 to 3 competencies for each value
  • 1 to 2 behavioral anchors for each competency

Step IV: Conduct Internal Competency Checkpoint
Facilitate checkpoints with key stakeholders to confirm that the competencies and behaviors accurately reflect the core values.

Step V: Align Core Values Across Employee Levels
Align the core values across key employee levels (e.g. individual contributor, manager, executive) by defining values-based competencies with behavioral anchored performance scales for each level.

If you want a practical way to define and live core values to help take your organizational health to the next level, please contact us to learn more.

Related Information

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Laura Dominguez
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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a high quality and customized solution that aligned with our business priorities and organizational culture. I’d recommend LSA to any company looking for a first class training and consulting partner that truly makes an impact.

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We value our relationship with LSA Global. They focus on understanding our business situation and helping us succeed. LSA continues to deliver top quality consulting and leadership solutions that are highly customized for our business and culture. I would highly recommend LSA Global as a top quality resource to anyone looking to greatly improve the skills of their leadership, management, and project teams.

Bonnie S. Olson
Vice President of Human Resources

LSS

The LSA customized Organizational Alignment Survey gave us a comprehensive view of how our employees experience our culture, talent and strategy.  Equally important, the survey and implementation process goes well beyond the typical engagement survey.  The systemic approach provided us with a great forum to discuss the strengths and opportunities in our organization, and then to quickly get focused on the key actions critical to executing our business and people strategies.

Mark Forrest
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We hired LSA Global to design and deliver a customized outdoor experiential new employee orientation program for our recent group of MBA new hires. The program designed helped reinforce WIPRO core values. The program will help the new MBA hires to build relationships with fellow associates and enhance the group’s ability to operate successfully in the global world. I recommend LSA for effective on boarding/outward bound training of new MBA hires.

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Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

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We consistently receive positive feedback about the quality of the LSA Leadership Training Programs and LSA facilitators. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond to design solutions to meet our needs. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

The action-learning leadership project has been very beneficial to me, our leadership team, and the entire organization. The balance of development and results has been excellent. We have made huge progress, and I was also able to identify 2-3 high potentials while having the extra benefit of people stepping up to carry key strategic projects forward. The Staff is very appreciative and has become very comfortable with both the program and the process. The experience was better than anticipated.  I could not be more pleased.

Heather Feltman
President & CEO

LSS

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

The experiential New Employee Orientation was an incredible success for over 2500 new hires in four years across the globe. They partnered with us to create an innovative solution on very short notice, and added a huge amount of value that isn’t reflected in their cost. We could never have done it without their unmatched combination of expertise, professionalism, and creativity that aligned everything with our unique culture. Even our experienced hires were blown away!

Brenda Wagner
Founder and President

Proxicom

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

LSA brought a very effective training design, and implementation approach to help us create a common language around our corporate training. As a fast growing company with a geographically dispersed workforce, their expertise in this area was invaluable to us in driving consistency, creating a sense of belonging for our employees, and developing a common language for all of us to use.

Binod Taterway
CEO

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LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
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